Opportunity (EEO) at
At METRO, we take pride in our diversity. We are an organization made up of many different people achieving extraordinary things for the betterment of public transportation and our region. This diversity can be a tremendous advantage for any business; however, it can also result in personnel issues when encountering other cultures. When the result of these differences becomes negative, or creates a stressful work environment, it’s important for people to know to whom to turn to in order to solve the problem.
The METRO Equal Employment Opportunity (EEO) Office is an internal unit that investigates employment discrimination and harassment complaints, and advises employees and managers in these matters. Because of the sensitive nature of the complaints, the results of an internal EEO investigation do not become part of your personnel file.
The Office of Equal Employment Opportunity is not affiliated with the Federal Equal Employment Opportunity Commission.
Frequently Asked Questions (FAQs) About EEO
Q: What is discrimination?
A: Discrimination is the act of treating an individual differently because of race, color, religion, sex, sexual orientation, national origin, age, disability, veteran status or retaliation. The law and METRO prohibit discrimination.
Q: Who should I contact within METRO if I have a discrimination complaint?
A: Contact any of the following people:
Chief Human Resources Officer
Director of EEO & Employee Relations
EEO / Title VI Compliance Officer
NOTE: By providing a brief description of your complaint,
a preliminary determination will be made as to which
division will conduct the investigation. If your concern
is of a discriminatory nature, an appointment will
be scheduled with the EEO office. If a complaint
contains more than one type of issue, e.g., a
discrimination complaint and a non-discrimination
concern, a dual investigation with Employee
Relations may be necessary.
Q: What is the complaint procedure and how
long does it take to complete the internal
A: Upon receipt of your complaint, the Office of Equal
Employment Opportunity will conduct an
investigation. A representative from the Office of
Equal Employment Opportunity will meet separately
with the employee who filed the complaint, and the
person who is the alleged cause of the complaint, to
issue a final determination and/or recommendation.
It is our policy to complete the internal investigation
as soon as possible. There may be times when
special circumstances lengthen the process.
Q: Who conducts the internal discrimination
A: The METRO Office of Equal Employment Opportunity
conducts the internal investigation.
Q: What happens if I disagree with the outcome of
the internal investigation?
A: You have the option of going to an outside agency;
however, METRO is very interested in finding
solutions and welcomes feedback regarding your
Q: Is it necessary to file an internal complaint prior
to filing with an outside agency?
A: It is not mandatory to file internally prior to filing with
an external agency; however, METRO prefers to have
an opportunity to resolve concerns internally.
Q: Will the investigation be kept confidential?
A: Confidentiality will be honored to the extent possible
permitted by the investigation process. Please note
that when a complaint is filed, both sides must be
made aware of the allegations and witnesses are
interviewed. During the course of the investigation,
involved parties are advised of the confidential
nature of the investigation and are asked to keep all
discussions regarding the complaint confidential.
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